Financial services compensation solutions
From branch and operations jobs to risk, technology, advisory, and executive roles, financial services employers manage different labor markets inside one organization. Salary.com connects trusted market data, current hiring signals, job architecture, planning, and integrations so teams can price roles and make pay decisions that are easier to fund and defend.
Financial services compensation pressure
Financial services pay pressure comes from multiple labor markets, variable compensation, scarce skills, market movement between survey updates, job architecture gaps, and cost-sensitive planning. That makes roles harder to benchmark, ranges harder to justify, and decisions harder to defend across business lines.
Branch, lending, wealth, risk, technology, and executive roles each compete against different employers and labor markets, so one benchmark rarely fits.
Relationship managers, mortgage and lending roles, advisors, sales roles, investment roles, and executives may need total cash, incentives, commissions, equity, or long-term award context.
Risk, cyber, fraud, AI, data, product, and payments roles are often priced against technology, consulting, and analytics employers, not only other financial services employers.
Advertised ranges, competitor hiring, and required skills can shift before the next survey update, especially for hard-to-fill and emerging roles.
M&A, regional practices, and business-line differences can leave the same title attached to different scope, level, and pay opportunity.
When survey files, HRIS data, and spreadsheets do not stay aligned, recommendations take longer to produce and are harder to defend to leaders.
Financial services compensation platform
Financial services teams need more than one market view. Salary.com helps you use HR-reported survey data for structured benchmarks, current hiring signals for fast-moving roles, and connected workflows to build ranges, plan awards, review equity, and explain decisions without rebuilding the analysis in separate spreadsheets.
Financial services compensation tools
Price branch, lending, advisory, risk, technology, corporate, and executive roles against the industry, size, and geography where they actually compete.
Evaluate base salary, total cash, target and actual incentives, commissions, and equity so comparisons hold up for revenue-producing and executive roles.
Connect market data, employee data, and HRIS updates so teams spend less time refreshing files and more time analyzing pay decisions.
Clean up job descriptions, levels, skills, and architecture so roles are easier to match after growth, reorganization, or M&A.
Run merit, bonus, equity, and commission cycles with market context, budget controls, and an approval trail.
Model pay patterns, range movement, and internal-equity risk before decisions are hard to unwind.
What's included
Price jobs, define pay markets, build structures, and model range movement using market data scoped to the role, geography, organization, and talent market.
See advertised pay, competitor hiring, role demand, locations, and emerging skills when a fast-moving market needs more context than survey data alone.
Manage merit, bonus, commission, equity, and total compensation cycles with market context, budgets, approvals, and decision records.
Organize descriptions, job families, levels, skills, and approvals across business lines and acquired entities, then connect that architecture to market pricing.
Review pay patterns, model changes, and monitor results across comparable job groups, levels, locations, and workforce segments.
Work with practitioners on market pricing, structures, job architecture, incentive planning, compression analysis, sales compensation, and executive pay.
Banking & Financial Services Salary Survey
260,311 employees
1,637 jobs
298 geographies
Quarterly updates
Customer story
Carter Bank connected Dayforce with Salary.com to replace manual quarterly or annual uploads with automated weekly updates.
Financial services coverage
Benchmark roles from branch operations to executive leadership across business lines and geographies. Salary.com helps teams review job content, level, compensation elements, and market scope before relying on title alone.
Branch and customer operationsLending and mortgageCredit and underwritingWealth and investmentTrust and fiduciary rolesRisk and complianceFraud and financial crimeCybersecurity and dataAI and digital bankingCorporate functionsExecutive leadershipReview base pay, total cash, incentives, commissions, equity, and executive compensation, scoped by organization, geography, business line, and job level. Banking & Financial Services Salary Survey breakouts include FTEs, gross revenue, sector and profit status, industry segment, and total asset size.
Base payTotal cash compensationTarget and actual incentivesCommissions and production payEquity and long-term incentivesExecutive compensationFTEs and gross revenueSector and profit statusIndustry segmentThe Banking & Financial Services Salary Survey covers commercial banks, credit unions, consumer finance, mortgage, investment companies, and other banking and financial services organizations.
Commercial banksRegional and community banksCredit unionsConsumer financeMortgage and lendingInvestment companiesWealth management
See how Salary.com can help you benchmark roles, connect survey data with current market signals, reduce manual work, and plan awards with clearer cost context before your next compensation cycle.
Research, webinars, and guidance for financial services compensation teams.
An informative and engaging discussion surrounding our Compdata Banking & Financial Services survey
The digitization of compensation management has really sped up in recent years. This collection of blog posts will guide you through the latest tech trends HR pros in the financial services industry need to know.
Embrace Automation: Transform HR with Streamlined Compensation Management.
Digitize comp & performance for finance edge.
FREQUENTLY ASKED QUESTIONS
Financial services organizations often manage several compensation models at once. Branch, lending, advisory, risk, compliance, fraud, cyber, data, investment, corporate, and executive roles each compete in different talent markets. Some rely mainly on base pay, while others need bonuses, commissions, equity, incentives, or total cash context before pay can be compared accurately across business lines.
Salary.com's Banking & Financial Services Salary Survey includes 809 organizations, 260,311 employees, 1,637 jobs, 298 geographies, and quarterly updates. It covers commercial banks, credit unions, consumer finance, mortgage, investment companies, and other banking and financial services organizations, with breakouts such as FTEs, gross revenue, sector and profit status, industry segment, and total asset size.
Salary.com helps teams use Banking & Financial Services Salary Survey data as the structured benchmark for HR-reported compensation. SalaryIQ™ adds current advertised-pay, competitor-hiring, location, and skills signals when roles move faster than quarterly survey updates. Together, those sources help teams see both established benchmarks and current market pressure.
Salary.com helps teams compare jobs by role scope, level, geography, industry segment, organization size, and available survey breakouts instead of relying on title alone. That helps with hard-to-price roles across lending, credit, fraud, trust, branch operations, risk, compliance, cyber, data, AI, payments, and investment functions.
Salary.com helps teams evaluate base pay, salary benchmarks, total cash, incentives, commissions, equity, long-term incentives, and executive compensation where the data supports those elements. Teams can then use CompXL Max to plan and approve awards with market context, budgets, and decision records.
Mergers and reorganizations often leave duplicate titles, inconsistent levels, and different pay practices across business lines. JobArchitect Max standardizes job descriptions, job families, levels, skills, and approvals, giving compensation teams a cleaner foundation for market pricing, pay equity analysis, career paths, and manager communication.
